Classification Compensation Plan

The Staff Salary Study Committee shall annually conduct a comparison
study of NMC's peer organizations and make a recommendation on annual
salary increase levels for administrative/managerial, professional,
technical/paraprofessional and support positions. Periodically, more
extensive benchmark surveys shall be conducted to compare equity.

The president shall provide for the development of procedures to
implement this policy, with the appropriate involvement of the staff.
This policy is subject to modification by the NMC Board of Trustees.

PEER ORGANIZATIONSPeer organizations for support staff shall be
those six local organizations with which NMC competes for the best
people available. Peer organizations for administrative/managerial,
professional and technical/paraprofessional staff shall be those 12
Michigan community colleges closest to NMC in terms of revenue per
student, per the most recent available state Activities Classification
Structure data. For purposes of consistency, the same peer
organizations will normally be used for at least three years.

ANNUAL SALARY INCREASE LEVELSThe previous year's total salary
increase percentages for each group's comparison organizations will be
obtained and averaged, excluding the highest and lowest percentage
increases. The salary increase percentage recommended for each NMC
staff employment category in the coming year will be that average. This
will ensure that NMC's salary scales remain competitive.

EQUITY COMPARISONThe competitive position for NMC is established
as the third quartile of the peers (at or above the average). Salary
range midpoints shall be the measures of comparison.